Micromanagement vs Undermanagement

As leaders, we can’t be so afraid of micromanaging that we become guilty of undermanaging. In short, undermanagement is worse than micromanagement. 

In It’s Ok To Be The Boss Bruce Tulgan points out the dangers of undermanagement. When you undermanage:

1. Fires get started that never would have happened
2. Fires get out of control that could have been put out easily
3. Resources are squandered
4. People go in the wrong direction for days or weeks on end before anybody notices
5. Low performers hide out and collect a paycheck
6. Mediocre performers mistake themselves for high performers
7. High performers get frustrated and start looking for another job
8. Managers do tasks that should be delegated to someone else
9. When you undermanage, you don’t find out about these problems until after they cause a crisis.

On the other hand, the only drawback to micromanaging is that you may risk occasionally irritating your employees.

It seems clear to me that the dangers of undermanaging far exceed the dangers of micromanaging. So as uncomfortable as it might be, make sure you are telling your employees 1) what to do and 2) how to do it. Be clear on what you expect up front and check in along the way. Follow up, follow up, follow up and hold people accountable. This is the task of management.